When
you are looking for a quick change management consulting fix for an ongoing
problem, are you tempted to re-draw the org chart?
It
seems that if there are reporting relationships that are not working, just a
simple shift of lines and boxes could improve the situation. But beware. The
easy fix, though tempting, might not be the effective, long-term fix that you
need. Reorganizations are often costly
and filled with professional and organizational risk.
People
resist change—it is a natural reaction to upsetting the status quo. And
shifting bosses, though simple on a diagram, is a major (and not necessarily
welcome) change for those involved.
First
be sure you understand what you are trying to accomplish. And then consider
carefully the root of the problem before you choose to reorganize. What else
might be the cause…poor job definition? Mis-communication? Fuzzy lines of
responsibility? Systems that overlap or conflict? Ambiguous performance
targets? An unclear strategy?
Define
the objective, analyze the cause, consider alternative solutions, and then
decide to change or not to change the org chart.
